There is no easy time to be a leader, but the current environment is extremely difficult with uncertain economies, higher interest rates, fewer funding options and likely less internal resources as companies reduce their costs. It is therefore critical to create a high-performance team where everyone feels accountable for their work. At Impactful Leadership Consulting, we firmly believe that leaders play an instrumental role in cultivating this culture. They need to lead by example and inspire their team members to take responsibility for their tasks. This extended article provides an in-depth look at strategies and specific actions for fostering a team where accountability isn’t just expected – it’s ingrained.

1. Be a Role Model of Accountability

The journey to creating an accountable team begins with the leader. As a leader, you must embody the concept of accountability in all your actions. This isn’t limited to being answerable for your tasks, but also for the performance and outcomes of your team. Actions for you to implement:

• Use reminders: Employ calendar reminders or apps to ensure you meet all your commitments on time. This demonstrates punctuality and respect for deadlines.
• Send invites for deliverables: Extend calendar invites to your team for their deliverables, indicating the importance of these tasks. Be sure to follow up promptly if any deadlines are missed.
• Keep a prioritized list: Maintain a well-organized “to-do” list that prioritises tasks and includes clear deadlines. Regularly review this list to track your progress.
• Post-it or digital reminders: Employ post-it notes or digital tools like project management software as visible reminders for key tasks. This practice instils the importance of remembering and executing tasks.
• Appoint a team member: Delegate the responsibility of holding you accountable for your tasks to a team member. This can foster mutual accountability and respect.

2. Define Clear Deliverables and Follow Up

Setting clear expectations is pivotal for accountability. Team members must fully comprehend what they are accountable for, the associated timelines, and the implications of their performance. To enhance accountability:

• Articulate expected outcomes: Communicate expected results explicitly, leaving no room for ambiguity. Also, make sure every team member knows their specific roles and responsibilities in achieving these results.
• Use a balanced scorecard: Implement a balanced scorecard that covers key performance indicators from financials to customers to team and personal performance. This tool can provide a balanced picture of organisational performance.
• Adjust goals: In times of crisis, such as during a pandemic, it is critical to adjust goals and targets accordingly. This ensures your team members are not unduly stressed or set up for failure.
• Conduct regular catch-ups: Organise formal and informal meetings to discuss progress and challenges. This can foster a culture of open communication, enabling the early identification of issues and allowing for prompt intervention.
• Ensure consequences: Maintain a system where consistently missed targets lead to meaningful consequences. This emphasises the importance of meeting targets and delivers a strong message about accountability. Refer to point 5 below on further insights into the meaning of consequences.

3. Ensure Visibility of Targets and Performance

Promoting transparency of targets and results will foster a culture of performance and accountability. Visibility encourages individuals and teams to take ownership of their work. To promote this:

• Share targets publicly: Make individual and team targets public. This can foster a sense of collective responsibility and mutual accountability.
• Hold stewardship meetings: Organise regular meetings where individuals and teams present their performance to the wider group. This encourages everyone to remain accountable for their tasks.
• Recognition awards: Implement awards to recognise those who achieve their targets. This can motivate others to work diligently to meet their goals.
• Display performance data: Use a performance board or digital platform to share weekly/monthly/quarterly performance data. This encourages a healthy competitive spirit and underlines the importance of meeting targets.

4. Delegate with Ownership

As a leader, delegation is one of the most necessary skills. Step one is shifting your mindset to delegate, regardless of how you may feel. It is about empowering and trusting your team. Delegation is not an abdication of your responsibility. To successfully delegate, perform the following actions:

• Clear communication: Communicate the task’s objective, deadline, and desired outcome clearly. This reduces misunderstanding and enables the team member to take full ownership.
• Assign tasks wisely: Delegate tasks based on individual strengths and areas for development. This ensures tasks are in capable hands and encourages personal development.
• Encourage ideas: Urge team members to develop their own solutions. This not only fosters innovative thinking but also enhances accountability.
• Trust their capabilities: Show trust in your team members’ abilities and offer support when required. This balance can make team members feel valued and encourage them to take responsibility.
• Accept the result: Sometimes things will go wrong. Accept it as part of the tradeoff that has given you more time. Plus, it is a powerful lesson for the team member… people learn more from failure than success. Don’t overcriticise.

5. Establish Consequences

Accountability thrives in a system where actions have defined rewards and consequences. Everyone needs to understand that their actions have implications, whether positive or negative. To reinforce this:

• Celebrate success: Recognise and celebrate when team members hit their targets. Recognition can range from verbal praise to bonuses or promotions. This reinforces the positive implications of meeting targets.
• Address missed targets: When targets are missed, address it with an open conversation to understand the reason and help the individual improve. This shows that underperformance is noticed and not ignored.
• Formal consequences: In cases of consistent underperformance, implement formal consequences, like reduced bonuses, demotions, or in extreme cases, dismissal. This sends a clear message that consistent underperformance has significant implications.

Creating an accountable culture is an ongoing process and not a one-off event. It demands persistent effort, commitment, and the courage to model accountability yourself. At Impactful Leadership Consulting, we are here to help you and your team on this journey. With years of industry experience, our leadership framework can guide you in creating a robust accountability structure. This structure can bring out the best in your team, driving your company to reach its full potential.